Advertising opportunities with your organisation is often a significant part of the recruitment process and one that is important to get right. So how do you do that and what tools can you use? From traditional print advertising to modern, digital and social media options, there might be more in your toolkit for advertising than you thought. Let’s take a look.
Know your audience
Connecting with the right candidates through advertising begins with understanding your audience. Who are your ideal candidates? Where do they interact with employers, recruiters and advertising? For some roles, this will likely be print advertising. For example, senior appointments are advertised in major newspapers. However, not all candidates read the newspaper. So how else could they hear about opportunities with your organisation? Online advertising via job websites is one option. Another possibility is advertising on social media. Whatever option you decide on, the important thing is to make sure that your choice of advertising is something that will connect with your desired audience.
Understand your options
There are a range of options available when it comes to advertising jobs. However, there is no one right option. As well as audience, you probably want to consider timing, reach and budget, among other things, when choosing how to advertise. Print advertisements in newspapers are one option. They are often expected with c-suite and senior positions. However, they can be expensive and effectiveness can be hard to measure. Another print option that is suitable for some positions could be an industry specific publication. For other roles, the extensive reach of online advertising is a better choice. This could be advertising through job websites or on social media.
At SULLIVAN Consulting, we specialise in creating video job advertisements for social media. In my experience, advertising on social media can be a cost effective option with a visible return on investment. Advertisements can also be directed to specific audiences most likely to respond to your advertisement. In addition, it’s easy for people to share opportunities with others in their network who might be interested. It’s also worth remembering that digital options don’t have to be used alone. You might find that a combination of print and digital advertising works best for you. If you’re not sure or want to explore your options further, we’re always happy to help.
Be open to digital strategies
Digital advertising and recruitment strategies are, I find, flexible and effective. I founded SULLIVAN Consulting because I wanted to share the possibilities of this fresh, digital recruitment approach. If the traditional, print advertising only approach to recruitment is working for you, that’s great and SULLIVAN Consulting can do that. However, I’d encourage you to be open to digital strategies as well. Online and social media advertising are valuable elements of your recruitment toolkit. It would be a shame to leave them languishing in the bottom of your toolkit when they could be working for you.
So how are you currently using your advertising tools? Are they getting the results you need? If you want to find out whether you could be using your recruitment toolkit better, or you’d like to know more about digital recruitment strategies, get in touch with the SULLIVAN Consulting team at firstname.lastname@example.org or on 0407 610 989. We would love to help you make the most of your recruitment toolkit.